This research was supported by funding from A+O Fonds Rijk and The Netherlands' Ministry of the Interior and Kingdom Relations. The authors thank Hella van de Velde for her contributions in recruiting respondents and her insights in increasing the practical application of this research.
Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate1
Article first published online: 28 NOV 2011
© 2011 Wiley Periodicals, Inc.
Journal of Applied Social Psychology
Volume 42, Issue 4, pages 964–989, April 2012
How to Cite
HOFHUIS, J., VAN DER ZEE, K. I. and OTTEN, S. (2012), Social Identity Patterns in Culturally Diverse Organizations: The Role of Diversity Climate. Journal of Applied Social Psychology, 42: 964–989. doi: 10.1111/j.1559-1816.2011.00848.x
- Issue published online: 9 APR 2012
- Article first published online: 28 NOV 2011
Many of the problems associated with cultural diversity in organizations stem from individuals' tendencies to categorize their social environment into “us” and “them.” We present the results of a field study (N = 1111) showing that diversity climate—an organizational climate characterized by openness toward and appreciation of diversity—may be the key to reducing these problems. The results show that diversity climate is positively related to cultural identity for majority members, and to organizational identity for minority members. In organizations with a strong diversity climate, both majority and minority members identify with the organization and their cultural groups simultaneously, thus displaying a dual identity. Diversity climate is positively related to job-related outcomes for both groups, but particularly for minority members.